What are the triggers that influence where we fall on the fixed versus growth mindset continuum?
Mindset is shaped by a set of beliefs, and those beliefs are influenced by the people around us and the environment we’re in. It's important to understand that mindset isn’t just about effort. Simply telling ourselves to "try harder" doesn’t lead to true growth. A genuine growth mindset involves putting in effective effort - understanding whether the work you're doing is moving you towards your goals. I think it also means being open to seeking help, guidance, or coaching from others and being willing to pivot or adapt to learn, grow, and achieve the goals you’ve set.
Advice to my younger self
I was recently asked what advice I would give to my younger self. I thought it was a great question, I paused and answered like this…
”When evaluating a brand, company or organisation as a potential employer, it’s essential to consider whether they nurture a growth mindset, and one way to gauge this is by observing the diversity within their workforce. A company that values diverse backgrounds and perspectives is often open to new ideas and committed to evolving through inclusion. Additionally, look for evidence of learning and development programs, as these initiatives show that the company is dedicated to continuous improvement and is invested in helping employees grow alongside the organisation. Finally, when speaking with recruiters, ask whether the company seeks only "geniuses" who already know everything or if they value individuals willing to learn and adapt. Companies with a growth mindset prioritise potential and development over perfection, creating an environment where growth is encouraged at every level.”
What advice would you give to your younger self?
Send me an e-mail, and we can arrange to have an informal 30 minute discovery call. No strings attached.
How do you know?
Where does your team fall on the cultural mindset continuum (e.g., fixed vs. growth mindset)?
How can you recognise cultural features through your organisation’s cultural artifacts?
How do you structure the start and end of your meetings?
In what ways do you praise or acknowledge your team members' contributions?
How do you approach situations when team members make mistakes?
What practices, policies, and norms do you have in place that shape your culture?
Are you open to discussing your organisation's culture with me?
Feel free to contact me via email for a cultural review.
Mindset affects your resilience
Which mindset do you have?
In her book “Mindset: How You Can Fulfil Your Potential”, Carol Dweck (author and psychologist) challenges conventional thinking by exploring the concepts of fixed and growth mindsets and how they shape our attitudes, behaviours, and outcomes. I think it’s an oversimplification to think that we can only have one mindset. Most people believe they either have a growth or fixed mindset, but research shows we possess both. At times, we operate with a fixed mindset, and at other times, we adopt a growth mindset.
““Be who you are and say what you feel because those who mind don’t matter and those who matter don’t mind.””
A thought process
The environment you are in has either a growth mindset or a fixed mindset. A growth mindset is when you are open to challenges, see failures as opportunities for growth, and believe that abilities and intelligence can be developed over time with dedication and effort. A fixed mindset, on the other hand, is when you believe that intelligence and abilities are static traits, leading to a desire to prove oneself and a fear of failure that can hinder learning and personal development. Send me an email in confidence to let me know which mindset characterises your environment?